Effective workgroups: The role of diversity and culture

• Autores: Paulo Renato Lourenço, Isabel Dordio Dimas, Teresa Rebelo
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 30, Nº 3, 2014, págs. 123-132
• Idioma: inglés
• DOI: 10.1016/j.rpto.2014.11.002
• Títulos paralelos:
  • Grupos de trabajo eficaces: El papel de la diversidad y de la cultura
• Enlaces
  • Texto completo (pdf)
• Dialnet Métricas: 3 Citas
• Resumen
  • español

    El objetivo de este estudio ha sido contribuir a aclarar las condiciones que hacen que los equipos sean eficaces.A tal fin se analizaron los efectos interactivos directos e indirectos de la diversidad y de la orientacióncultural del equipo sobre el desempeño del mismo (rendimiento, satisfacción de sus miembros). Se obtuvierondatos de una encuesta aplicada a 73 equipos de diferentes empresas industriales y de servicios quellevan a cabo tareas complejas y no rutinarias. Para la puesta a prueba de las hipótesis se llevó a cabo unanálisis multinivel y regresión jerárquica. Los resultados señalan un efecto significativo (aunque marginal)de la diversidad en la satisfacción de los miembros en el equipo. La orientación de éste hacia el aprendizajetenía efectos positivos tanto para el desempeño del equipo como para la satisfacción de los miembros conel equipo. No se observaron efectos interactivos. A pesar de que ya se haya estudiado la repercusión positivade una cultura de aprendizaje en la eficacia de la organización y que esté bien consolidada en las publicaciones,este estudio es uno de los primeros en aportar pruebas empíricas de las consecuencias de estetipo de cultura al nivel de equipo. Al nivel de intervención, el estudio señala que puede aconsejarse a losdirectivos que deseen crear equipos eficaces que mejoren el nivel de orientación del equipo hacia el aprendizaje,sentando las condiciones en el equipo que favorezcan y respalden la adquisición de conocimientos

  • English

    The purpose of this study was to contribute to the clarification of the conditions under which teams can besuccessful. To attain this goal, the direct and interactive effects of diversity and of the team's culturalorientation towards learning on team outcomes (team performance, team members' satisfaction) wereanalyzed. Data were obtained from a survey among 73 teams from different industrial and servicecompanies, which perform complex and non-routine tasks. In order to test the hypotheses, multilevelanalysis and hierarchical regression analysis were conducted. The results show a significant (althoughmarginal) effect of diversity on members' satisfaction with the team. The team orientation towards learningpresented positive effects on both team performance and members' satisfaction with the team. Nointeractive effects were identified. Although the positive impact of a learning culture on organizationaleffectiveness has already been studied and is well established in the literature, this is one of the firststudies that provides empirical evidence of the impact of this kind of culture at the team level. At anintervention level, this study points to managers who want to create successful teams that they may beadvised to enhance the levels of the team orientation towards learning, creating conditions in the team topromote and support the acquisition of knowledge

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